In the second instalment of our series Inclusive Excellence, which explores thought leadership on equitable workplace cultures, Gabriel Herman shares his shares insights on autism inclusion. This blog discusses the unique challenges faced by autistic individuals, the strengths they bring to the workplace and practical steps businesses can take to foster a more inclusive environment.

Gabriel is the Chair of Aspierations, a social enterprise dedicated to championing the inclusion of autistic individuals in the workforce.

Harnessing the Potential of Autistic Talent in the Workplace

Author: Gabriel Herman, Aspierations

Recent ONS data shows that the autistic community faces an acute unemployment crisis that surpasses challenges encountered by other neurodiverse and disabled groups. This situation calls for businesses to actively engage with and support autistic individuals, creating pathways towards a more inclusive workforce.

Autistic talent can significantly enrich workplaces and contribute to a dynamic work environment. Importantly they contribute to diversity of thought bringing a distinct way of thinking to the table. As "third-way thinkers", they can challenge conventional wisdom within an organisation and propose innovative solutions. For instance, an autistic employee might question the need for a long-standing report, pointing out that the information can be obtained from existing documents, thereby streamlining processes. Although this can challenge the conventional approach, it highlights the fresh perspectives autistic individuals offer. Additionally, autistic employees tend to be exceptionally loyal to their company and management, a trait that is often underappreciated but incredibly valuable. Embracing autistic talent not only fosters a more inclusive workplace but also drives creativity and efficiency, benefiting the entire organisation.

Adapting Recruitment Practices

To attract autistic talent, it is essential to create an autism-friendly recruitment process that involves understanding and accommodating the unique needs of each autistic individual.

Starting from the beginning of the recruitment journey, it is important to consider the job advertisement’s language. Firms should avoid vague requirements like asking for "a good sense of humour" or "outgoing personality". This may potentially exclude autistic individuals who might take these specifications literally and withdraw themselves from a recruitment process if they feel like they do not fit perfectly.

For many autistic individuals, the decision to disclose their autism during a job interview can be fraught with anxiety about long-term consequences. They might worry about how disclosure could impact their future career trajectory, given that societal attitudes and workplace cultures can vary greatly. This fear often stems from a belief that disclosing their autism could hinder their chances of employment or career advancement. On the other hand, failing to disclose means they might not receive the reasonable adjustments they need to perform at their best. Fostering an environment where disclosing autism is safe and encouraged can help candidates receive necessary reasonable adjustments.

If an autistic person does not have to ask for reasonable adjustments because they are all implicitly provided from the start, this can significantly reduce the stress and anxiety typically associated with the recruitment process. However, it is not enough for an organisation to claim they are autism-friendly with their job interviews. This commitment to inclusivity must be clearly communicated on their website and through all candidate interactions. Without explicit communication of these practices, autistic candidates may remain unaware of the support available to them, rendering the organisation's efforts ineffective. Clear, proactive communication is essential to ensure that autistic individuals feel confident and supported throughout the hiring process.

Providing interview questions in advance can alleviate the anxiety that autistic candidates might experience during the recruitment process, as without this, they will often rehearse a wide range of potential questions and answers, which can be mentally exhausting.

After a successful recruitment process, the onboarding should also be meticulously planned, offering clear, detailed information about what to expect. Utilising videos and online resources to preview the work environment can significantly ease the transition. Employers should avoid overwhelming induction activities, such as offsite team-building events, which can present unique challenges to an autistic individual. Instead, they should focus on integrating the individual into their specific role and department with clear communication and structured support.

This approach not only makes the recruitment process more inclusive but also ensures that autistic employees feel welcomed and valued from the start. It is also worth emphasizing that accommodations designed for autistic individuals often benefit everyone, promoting a more inclusive and supportive workplace for all employees

Supporting an Autism-inclusive culture

Understanding autistic individuals often requires neurotypical colleagues to empathise with an autistic mindset. This empathy is crucial because autistic individuals can face significant social challenges that are sometimes misunderstood. For instance, if a manager gives direct feedback on a Friday afternoon, an autistic employee might interpret it as a personal attack, leading them to feel anxious and distressed over the weekend. Clear, compassionate communication and creating a safe space for employees to express concerns can help bridge these gaps.

To mitigate misunderstandings and ease tensions, organisations can incorporate conversations about neurodiversity into the onboarding process or hold awareness events before a neurodiverse individual joins a team. Explaining what a meltdown is, its potential triggers, and appropriate responses can foster a more supportive environment.

It is also important to recognize that one autistic individual’s experience does not necessarily represent the entire autistic community. Organisations should avoid focusing solely on the success of one person and instead work towards creating inclusive practices that benefit all autistic employees. This includes addressing the diverse needs within the autistic community, such as those who are parents of autistic children, who interact with autistic clients or those with undisclosed or undiagnosed autism.

There is also a lack of advancement for autistic individuals in the workplace which often stems from social challenges. In many long-established organisations, there are unwritten rules and social norms, such as understanding office banter or participating in social events like Friday night drinks. Autistic individuals may find it difficult to navigate these social nuances, which can impact their ability to build relationships and advance in their careers. Although such social activities are presented as optional, they can influence colleagues' perceptions and opportunities for growth. To ensure equitable opportunities for growth, firms must reevaluate their career progression processes to accommodate individuals from diverse backgrounds, such as autistic people, who may not possess traditional social skills but bring their own unique strengths to the workplace.

Ultimately, fostering a culture of awareness is key. Awareness events can lead to greater acceptance and understanding, making it easier for autistic individuals to feel comfortable disclosing their autism and seeking the accommodations they need. Effective change must start from the top, with leadership setting the tone for inclusivity and understanding across the organisation. Advancement does not have to depend on social skills alone; it can also be achieved through paths that prioritise professional skills and competencies over networking.

Practical Steps for Businesses

For businesses looking to enhance their inclusion efforts, here are some practical steps to consider:

Embracing autism inclusion is not just a moral imperative—it is a strategic advantage. By making thoughtful adjustments to recruitment practices, creating supportive work environments, and fostering a culture of understanding, businesses can unlock the unique talents and perspectives of autistic individuals. This enhances the lives of these employees and drives innovation, improves productivity, and contributes to the organisation's success.

At Aspierations, the commitment to helping businesses navigate this journey is unwavering through education, advocacy, and support. They provide autism awareness events; help companies become autism fit’n’friendly and provide training for autistic candidates, recruiters and managers.

Resources for ABI Member firms

Alongside our members, we are dedicated to advancing neurodiversity awareness within the insurance and long-term savings sector. As part of our DEI Blueprint, we are eager to collaborate with industry peers in networks focused on creating opportunities for neurodiverse individuals. More information can be found on our DEI Hub.

Additionally, the ABI has published a good practice guide on supporting autistic customers, which can be found here.

Read more from our Inclusive Excellence Blog Series
< Part 1: Retaining and supporting older workers with the Centre for Ageing better
> Part 3: Mental Health Matters in the Workplace with Rethink Mental Illness